Present Situation And Countermeasure Of The Occupation Career Management Of Prosecutor

Career management was emerged in 1960s among developed countries; it is a new content which is focused by people in the field of human resource management. It reflects a fresh concept and pattern within the field of human resource management, represents a brand new development direction within that field, and plays an increasingly important role. The career management is helping employees to realize self-worth through organizing a series of effective activities such as career consultation, opening posts, guiding career choice, organizing training, designing career path which are in accordance with employees’development demands and strategies, as well as combining the inside & outside career demands on employees, thus to promote realization of organization goal. The organization goal and personal career is community that supplements and promotes each other. The realization of organization goal cannot be separated with well development of personal career, while the favorable development of personal career must be based at the organization offers condition. The both will finally realize win-win situation under the condition of mutual promotion. In brief, the career management is providing the most suitable career and career development channel for employees according to their different characteristics and specialties, combining with detailed requirements to the work as well, with the aim of realizing uttermost self-worth and giving play to the abilities of the employees, finally reaching the development goal to organization.Career management to civil servants is a new perspective among human resource management thoughts by government. It plays a significant role in cultivating modern civil service, enhancing public administration effectiveness and government productivity. However in the present stage, the career management to judge and procurator by our judicial office is basically same with that to civil servant by other government agency. Work performance of judge and procurator cannot be fully reflected, related indexes about assessment and management are not comprehensive, and the theoretical foundation to assessment is mostly with word outlines. With the gradually boost of the reform of judicial system, this type of career management is more and more hard to adapt judiciary demand in this new period. Therefore this paper’s final objective is to research the existing problems and management methods during career management towards judicial official by applying related theories about human resource management of public sector, according to job function in judicial office combined with work characteristics of the judge and procurator. Meanwhile, to motivate work potential to the judge and procurator, perfect working mode in judicial office, boost task performance in judicial office and facilitate harmonious development in socialist society.Based on related references about career management to judicial official, this paper analyzed the existing problems and cause on career management by the procurators in Shenzhen City through questionnaire survey towards permanent judicial officials in Shenzhen prosecuting authority. The main problems are showing in weak career management consciousness by individuals, insufficient in career development information provided by organization, simplification in promotion channel, and lacking motive force of career development. In the meantime, by virtue of implementation plan on reforming professionalism towards judges in judicial system of Shenzhen City, as well as successful experiences by sort management towards procurators in Hengqin District people’s procuratorate of Zhuhai City, this paper put forward countermeasures and suggestions with regard to promote career development to judicial official in terms of optimizing power disposition in judiciary, putting sort management to judicial official into practice, perfecting training system and establishing scientific performance management mechanism.